Job Description:

Role Summary/Purpose:

The Vice President, Leadership Development is responsible for the end-to-end leadership development strategy, spanning emerging leader through executive leadership, and for setting the learning strategy for the Corporate Learning Center in Stamford, CT as well as enterprise leadership academies.

Reporting to the Chief Talent Officer, this role ensures the organization builds a future-ready leadership pipeline, grounded in strong leadership fundamentals, enterprise capabilities, and emerging skills—including AI fluency and digital leadership. The role partners closely with senior leaders, HR Business Partners, and Talent COEs to integrate leadership development with talent, succession, performance, and workforce strategy.

Key Responsibilities:

• Define and execute the enterprise leadership philosophy and framework, inclusive of emerging leader foundations, manager and mid-level leader effectiveness, senior and executive leadership capability.

• Ensure leadership development scales consistently across the enterprise while remaining relevant to business, functional, and geographic needs.

• Embed leadership expectations aligned to values, culture, and regulatory responsibilities

• Lead enterprise-wide leadership experiences (e.g., enterprise development experiences, top-team effectiveness, enterprise simulations)

• Set the learning strategy for the Corporate Learning Center and partner with the Talent COE and Functional Training teams on all leadership academies (e.g., enterprise, functional, commercial, technology, and operations leaders)

• Ensure a cohesive, high-impact portfolio across; enterprise leadership programs, functional and business-unit leadership academies, manager, and early-leader capability building

• Drive modern learning approaches (blended, experiential, cohort-based, digital, AI-enabled) and embed AI fluency, digital leadership, and skills-based development into leadership curricula

• Function as a strategic advisor to executive leaders, partnering closely with HR Business Partners & HR COEs

• Select and manage external partners

• Perform other duties and/or special projects as assigned.

Qualifications/Requirements:

• 12+ years of progressive experience in Human Resources, leadership development, talent, and/or enterprise-wide learning

• Demonstrated experience leading enterprise-wide leadership development across multiple career stages

• Experience partnering with senior leaders, executives and C-Suite on leadership and succession topics

• Deep expertise in leadership development, adult learning, and capability building

• Ability and flexibility to travel for business as required

Desired Characteristics:

• Background in fintech, financial services, payments, or highly regulated industries strongly preferred

• Enterprise and systems mindset with strong business acumen

• Credibility with senior leaders; ability to influence without authority

• Strong understanding of AI, digital transformation, and skills-based talent models

• Data- and outcomes-oriented; able to connect development investments to business impact

• Comfortable operating in ambiguity and transformation

• Advanced degree (MBA, MS, or equivalent experience) preferred

• Executive coaching or assessment expertise a plus

Grade/Level: 14

The salary range for this position is 150,000.00 - 250,000.00 USD Annual and is eligible for an annual bonus based on individual and company performance.

Actual compensation offered within the posted salary range will be based upon work experience, skill level or knowledge.

Salaries are adjusted according to market in CA, NY Metro and Seattle.

Eligibility Requirements:

• You must be 18 years or older

• You must have a high school diploma or equivalent

• You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process

• You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.

• New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on other roles.  Once this new hire time in position requirement is met, the associate will have a minimum 6 months’ time in position before they can post for future non-exempt roles.  Employees, level 8 or greater, must have at least 18 months’ time in position before they can post.  All internal employees must consistently meet performance expectations and have approval from your manager to post (or the approval of your manager and HR if you don’t meet the time in position or performance expectations).

Legal authorization to work in the U.S. is required.  We will not sponsor individuals for employment visas, now or in the future, for this job opening. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. 

Our Commitment:

When you join us, you’ll be part of an inclusive culture where your individual skills, experience, and voice are not only heard – but valued. Together, we’re building a future where we can all belong, connect, and turn ideals into action. More than 50% of our workforce is engaged in our Employee Resource Groups (ERGs), where community and passion intersect to offer a safe space to learn and grow.

 

This starts when you choose to apply for a role at Synchrony. We ensure all qualified applicants will receive consideration for employment without regard to age, race, color, religion, gender, sexual orientation, gender identity, national origin, disability, or veteran status. We’re proud to have an award-winning culture for all. 

Reasonable Accommodation Notice:

• Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

• If you need special accommodations, please call our Career Support Line so that we can discuss your specific situation. We can be reached at 1-866-301-5627.   Representatives are available from 8am – 5pm Monday to Friday, Central Standard Time

Job Family Group:

Human Resources